What are the prerequisites of performance?
Prerequisites
- Knowledge of the organization’s mission and strategic goals
- Knowledge of the job in question
Explain what knowledge is needed on the mission and strategic goals? Define Mission and Goals.
Knowledge of Mission and Strategic Goals
- Strategic planning
- Purpose or reason for the organization’s existence
- Where the organization is going
- Organizational goals
- Strategies for attaining goals
Mission and Goals
- Cascade effect throughout organization
- Organization Unit Employee
What knowledge should a person have about the job?
Knowledge of the Job
- Job analysis of key components
- Activities
- Tasks
- Products
- Services
- Processes
- KSAs required to do the job
- Knowledge
- Skills
- Abilities
What is included in the job description?
- Job duties
- KSAs
- Personal Suitabilities (Ps)
- Working conditions
Generic Job Descriptions (Occupational Informational Network (O*Net) http://online.onetcenter.org/)
What is included in the job analysis and the follow-up?
Job Analysis
- Use a variety of tools
- Interviews
- Observation
- Questionnaires (available on the Internet)
Job Analysis Follow-Up
All incumbents should
- Review information
- Provide feedback
- Rate tasks and KSAs in terms of
- Frequency
- Criticality
Define Rater Biases.
Rater Biases
Rating of frequency and criticality of tasks and KSAs is susceptible to:
- Self-serving bias
- Social projection bias
- False consensus bias
These biases exaggerate the importance of certain tasks & KSAs
Explain Rater Training and include the 5 steps.
Rater Training
- Web-based training: Structure
- Takes only about 15 minutes
- Establishes common point of reference via largely 5 steps
- In the 5 steps, participants basically practice their rating skills
- As a result, reduces exaggeration of the importance of certain task and KSAs
Web-based training: 5 steps
- Defines the rating dimensions
- Defines the scale anchors
- Describes behaviors indicative of each rating dimension
- Allows raters to practice their rating skills, and
- Provides feedback on the practice
What are the results of Performance Planning? Define each answer.
- Key accountabilities
Broad areas of a job for which
the employee is responsible
for producing results
- Specific objectives
- Statements of outcomes
- Important
- Measurable
- Performance standards
- “Yardstick” to evaluate how well employees have achieved each objective
Information on acceptable and unacceptable performance, such as - Quality
- Quantity
- Cost
- Time
Define Performance Planning: Behaviours, Competencies, Development Plan.
Behaviors -How a job is done
Competencies -Measurable clusters of KSA&Ps, Critical in determining how results will be achieved
Development Plan -Areas for improvement, Goals to be achieved in each area of improvement
Distinguish between employee’s responsibilities and manager’s responsibilities during performance execution.
Employee’s Responsibilities
- Commitment to goal achievement
- Ongoing requests for feedback and coaching
- Communication with supervisor
- Collecting and sharing performance data
- Preparing for performance reviews
Manager’s Responsibilities
- Observation and documentation
- Updates
- Feedback
- Resources
- Reinforcement
What types of performance assessments are there and why are multiple important?
- Manager assessment
- Self-assessment
- Other sources (e.g., peers, customers)
Necessary To…
- Increase employee ownership
- Increase commitment
- Provide information
- Ensure mutual understanding
What is included in the Appraisal meeting?
Past - Behaviors and results Present - Compensation to be received Future New goals and development plan
What are the 6 steps to conduct a performance appraisal?
- Identify what the employee has done well and poorly
- Solicit feedback
- Discuss the implications of changing behaviors
- Explain how skills used in past achievements can help overcome any performance problems
- Agree on an action plan
- Set a follow-up meeting and agree on behaviors, actions, and attitudes to be evaluated
Explain how Performance Renewal and Re-contracting work?
Identical to performance planning EXCEPT:
- Uses insights and information from previous phases
- Restarts the performance management cycle
What are the 4 Key Points in the Performance Management Process?
- Ongoing process
- Each component is important
- If one is implemented poorly, the whole system suffers
- Links between components must be clear
